AI transformation for staffing firms, executive search and talent teams
Recruitment
Native puts AI agents into sourcing, screening, outreach and interview scheduling for staffing firms, search firms and in-house talent teams.
Where AI has an impact in recruitment
Job posting
Posts drafted from each requisition and pushed to every board once a recruiter approves.
Candidate sourcing
Profiles found across boards, your database and public sources, scored against the role with reasoning.
Screening and shortlists
CVs read against the requirements, with a ranked shortlist for the recruiter to approve in bulk.
Outreach and qualification
Personalised first messages and qualifying questions, with warm candidates handed over with a summary.
- Interview scheduling
- Target lists and market maps
- Compliance and documents
- Pipeline reporting
Native helps staffing firms, executive search firms and in-house talent teams put AI agents into sourcing, screening, outreach and scheduling, with a recruiter approving every decision that matters. At DKF Recruitment, four agents now cover the hiring cycle from job post to interview. A first agent can be working your requisitions within weeks.
Case study · DKF Recruitment
DKF Recruitment put agents on every stage of hiring, from job post to interview.
Native helped DKF Recruitment build four agents that post jobs, source and score candidates, run outreach and book interviews, with a recruiter approving every major decision from one dashboard.
Frequently asked questions
How is AI used in recruiting?
Agents post jobs, source and score candidates, run first outreach and book interviews. Recruiters keep the decisions about who moves forward, and the conversations with candidates and clients.
Is it legal to use AI to screen candidates?
Yes, with conditions that vary by place. New York City requires a bias audit for automated employment decision tools, and the EU AI Act treats recruitment AI as high risk. Screening that scores against written requirements, explains itself and leaves the decision to a person is the safest design.
Can AI help an executive search firm?
Yes. The biggest gain is usually research: target lists and market maps built from the firm's own records and public sources, so researchers start from a ranked map instead of a blank page.
Will AI replace recruiters?
No. It takes the admin that fills a recruiter's week, such as posting, screening, chasing and scheduling, so recruiters spend more time on candidates and clients.
Does AI work with my applicant tracking system?
Yes. Agents work inside the ATS you already run, reading requisitions and writing back candidates, notes and feedback, so the ATS stays the system of record.
